**Exhibit 99.6**

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**TELUS ETHICS POLICY**

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**February 2007**

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**TELUS Ethics Policy**

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**Tableof Contents**

 
| Introduction | 4                                                                                                             |   |
|--------------|---------------------------------------------------------------------------------------------------------------|--------|
|         | Responsibilities                                                                                              | 5      |
|         | Team TELUS                                                                                                    | 5      |
|         | Compliance/Exceptions                                                                                         | 5      |
|         | Managers                                                                                                      | 6      |
|         | Senior Managers (directors and above)                                                                         | 6      |
|         | TELUS Board of Directors Members and Employees who represent TELUS as  Directors on other organization boards | 6      |
|         | Ethics Office                                                                                                 | 6      |
|         | Ethics Work Group                                                                                             | 6      |
|         | Ethical Decision Making                                                                                       | 7      |
|         | *1. Questions to Ask Yourself*                                                                                | 7      |
|         | *2. Review Guidelines and Policies*                                                                           | 7      |
|         | *3. Talk to Your Manager*                                                                                     | 8      |
|         | *4. Expert Assistance*                                                                                        | 8      |
|         | *5. TELUS EthicsLine*                                                                                         | 8      |
|         | *6. Last Resort Resolution*                                                                                   | 9      |
|         | Ethical Guidelines                                                                                            | 11     |
|         | Customer and Team TELUS Information                                                                           | 11     |
|         | *Privacy of Communications*                                                                                   | 11     |
|         | *Confidentiality of Information*                                                                              | 11     |
|         | Integrity                                                                                                     | 14     |
|         | *Personal and Corporate Integrity*                                                                            | 14     |
|         | *Human Rights*                                                                                                | 14     |
|         | *Proprietary Rights of Others*                                                                                | 14     |
|         | *Compliance with Laws*                                                                                        | 14     |
|         | *International Operations*                                                                                    | 15     |
|         | *Public Safety*                                                                                               | 15     |
|         | *Environment*                                                                                                 | 15     |
|         | *Political Activities*                                                                                        | 15     |
|         | Company Assets                                                                                                | 18     |
|         | *Company Information*                                                                                         | 18     |
|         | *Public Disclosure*                                                                                           | 18     |
|         | *Business Records*                                                                                            | 19     |
|         | *Financial Transactions*                                                                                      | 19     |
|         | *Property*                                                                                                    | 19     |
|         | Conflict of Interest                                                                                          | 22     |
|         | *Relationships*                                                                                               | 22     |
|         | *Competition*                                                                                                 | 23     |
|         | *Future Business*                                                                                             | 23     |
|         | *Outside Demands*                                                                                             | 23     |
|         | *Information*                                                                                                 | 23     |
|         | *Insider Trading*                                                                                             | 24     |
|         | *Gifts and Benefits*                                                                                          | 24     |
|         | Dealing with Suppliers, Contractors, Consultants and Agents                                                   | 29     |
|         | *Selecting Suppliers, Contractors, Consultants and  Agents*                                                   | 29     |
|         | *Adherence to applicable TELUS policies*                                                                      | 29     |
|              |                                                                                                               |        |  |  |

 

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**Fellow TELUS team members:**

 

Central to TELUS’ purpose is to make the future friendly for ourstakeholders.  One of the criticalelements in realizing this ambition is to ensure our individual and collectivereputation is above reproach.  *How*we work is just as important as *what*wedo.  Our goal is to demonstrate thehighest level of ethics and integrity in our business dealings with allstakeholders (customers, shareholders, suppliers, colleagues and our communities).  This is a corporate priority and a sharedresponsibility for all TELUS team members as each one of our actions anddecisions affect our company and its reputation.

 

This Ethics Policy outlines the responsibilities and guidelines thatdescribe the *ethical standard expected of all teammembers.* In addition, it provides a decision making processsupporting the resolution of ethical issues and identifies members of the TELUSteam who are available for help and advice. Real life case studies are provided to illustrate how ethicalresponsibilities and guidelines apply in everyday situations.

 

Please read this document carefully and make it an integral part of theway you conduct business at TELUS. You play an important role in representingour organization.  Guided by theseethical standards, we build trusted relationships with our customers,shareholders, suppliers, fellow team members and the communities in which welive, work and serve.

 

Darren Entwistle

President and ChiefExecutive Officer

 

Robert McFarlane

Executive Vice-President and Chief Financial Officer

 

Judy Shuttleworth

Executive Vice-President, Human Resources

 

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***Introduction***

 

This Policyapplies to all of TELUS, including members of the Board of Directors, officersand employees of TELUS Corporation and its subsidiaries (referred to as TeamTELUS or team members).

 

It is notintended that there be any waivers to this Policy. In the unlikely eventthat a waiver is considered and granted it must receive prior approval by theBoard of Directors or their delegate.  Thedelegate must be a Board committee for any waivers granted to members of theBoard of Directors or executive officers. In such circumstances, any waivers or amendments will be disclosedsubject to the TELUS Policy on Corporate Disclosure and Confidentiality ofInformation.

 

In reviewing this Policy, team members are reminded that TELUS reservesthe right to vary, revoke or amend any terms of the Policy as is required bythe needs of the business.  TELUS willnotify team members of any amendments to the Ethics Policy prior to the changesbecoming binding. Nevertheless, team members are encouraged to periodicallyreview this Policy (at least annually) in order to remain familiar with itsterms.  To assist this review, teammembers are required to complete the e.ethics training module each year.  The Ethics Policy constitutes a term of theemployment contract.

 

This Policy is available on the Company’s intranet and is publiclyavailable on the Company’s website, at www.telus.com,www.telusinternational.com, www.telusmobility.com and www.telusquebec.com.

 

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***Responsibilities***

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**Team TELUS**

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All members of the TELUS team are expected to act honestly in alldealings, comply with the laws and regulations governing our businesses, andmaintain an ethical work environment**.***This standard requires that each member of our teamunderstand and apply the guidelines in this policy to everyday actions anddecisions.*

 

At TELUS, wenot only do things right, but we should strive to *do the right things*. Each member of our team takes responsibility for their actions including:

·                  Observance ofthe guidelines outlined in this and other company policies wherever  in the world we are working

·                  Compliance withapplicable local laws and regulations

 

All business activities should beable to stand up to possible public scrutiny and further investigation ifrequired.

 

The guidelines in this policy are based upon generally acceptedstandards of ethical business conduct and applicable civil and criminal laws.The absence of a guideline covering a particular situation does not relieve anyof us from the responsibility for acting ethically.

 

Team TELUS members, or any personacting under the direction thereof, are prohibited from directly or indirectlytaking any action to improperly influence, coerce, manipulate or mislead theCompany’s external or internal auditors or their representatives.

 

**Compliance/Exceptions**

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In situationswhere the right ethical behaviour is unclear, or where there may be theappearance of a contravention of these guidelines, we support each other inseeking advice and clarification.  If youare unsure as to the ethical course of action, you should first discuss thesituation with your manager or the applicable department identified in thispolicy.

 

If you becomeaware of a possible violation of the Ethics Policy you are required to reportthis to the Director- Ethics and Controls Compliance.  For more details please refer to the TELUSEthicsLine section.  Members of the TELUSBoard of Directors may also advise the Chair of the Board of potentialviolations. The Chair will refer the matter to the Director – Ethics andControls Compliance for investigation, resolution and reporting.

 

Failure to act in accordance with the guidelines outlined in thispolicy may have consequences for the individual, may create potential harm toTELUS’ reputation and brand, and may put TELUS at risk for legal penalty.Individual consequences may include disciplinary action, up to and includingdismissal.  Corporate consequences mayinclude civil and criminal penalties. Therefore, please regard the requirementto understand and to act in accordance with the TELUS Ethics Policy as a mostserious matter.

 

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**Managers**

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In addition tothe aforementioned responsibilities, TELUS managers have the additionalresponsibility to:

·                  Be familiar withthe TELUS Ethics Policy and resolution procedures

·                  Promote andmaintain a climate in which honest, ethical and legal business conduct is thenorm

·                  Encourage opendiscussion and resolution of all business concerns

·                  Accept andinvestigate reports of possible business misconduct

·                  Maintain,without compromise, our ethical standards in achieving goals and objectives, nomatter how important the goal or objective may be

·                  Review theEthics Policy with teams and colleagues on a regular basis (at least annually)

 

**SeniorManagers (directors and above)**

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In addition tothe aforementioned responsibilities, TELUS team members who have rolesregarding internal controls and financial reporting and disclosure controlshave, as outlined in the Policy on Corporate Disclosure and Confidentiality ofInformation, the responsibility to make full, fair, accurate, timely andunderstandable disclosure in reports and documents that TELUS files with, orsubmits to, securities commissions and in other public communications made byTELUS.

 

**TELUSBoard of Directors Members and Employees who represent TELUS as Directors on otherorganization boards**

** **

In addition tothe aforementioned responsibilities, but subject to the requirement that such individualscomply with their fiduciary obligations as a director of another organization,TELUS Board members have the responsibility to notify the Chair of the Board ofTELUS or, in case of TELUS employees who represent TELUS on the Boards of otherorganizations, the TELUS Ethics Work Group of any potential perceived conflictof interest or other Ethics Policy issues which arise during the course oftheir Board service.

 

**EthicsOffice**

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The EthicsOffice is established to provide Team TELUS with a resource regarding ethicalmatters.  This Office conductsinvestigations, provides advice on ethical dilemmas, develops ethics training,establishes and updates appropriate policies, guidelines and processes forTELUS’ expected standards of business conduct, and reports on EthicsLinecomplaints to the Audit Committee of the Board of Directors on a quarterlybasis.

 

**EthicsWork Group**

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An Ethics WorkGroup oversees the Ethics Policy and annual reporting to senior management andthe Audit Committee of the TELUS Board of Directors. If an ethical issue isunresolved, as a body of last resort, the Ethics Work Group is available todiscuss and guide issue resolution and provide input on any ethical situationsbrought forward. Members of the Ethics Work Group include representatives fromRisk Management, Human Resources, Corporate Affairs, Corporate Security and theChief Financial Officer.

 

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***Ethical Decision Making***

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This policy reflects our commitment to high standards of ethicalbehaviour in our professional and business dealings. The TELUS Ethics Policy isintended as a living document that supports open and frank discussion and thesatisfactory resolution of ethical dilemmas.

 

Each of us is responsible for striving to ensure our behaviour isethical and for taking steps to resolve ethical dilemmas. The guidelines inthis policy are provided to assist with ethical decision-making. As businessbecomes increasingly complex, the policy cannot provide guidance about everypossible situation.  In thesecircumstances, discuss your situation with your manager or with colleagues todetermine the appropriate, ethical course of action.

 

If you would like to discuss ethics further or have a dilemma withwhich you would like help, follow the process below, stopping at the point atwhich your situation has been resolved.

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***1.  Questions to Ask Yourself***

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Gather information and then determine if the situation you face is anethical dilemma. The questions below may help to clarify your situation andethical action.

 

·                              Whatis my immediate feeling about this?

·                              Doesthis comply with company policies and procedures?

·                              Isthis legal?

·                              Isthis an expected part of my job?

·                              Howwould others perceive this action?

·                              WouldI or TELUS be embarrassed if this situation were discussed in the media?

·                              WouldI be putting TELUS or myself at unnecessary risk?

·                              Whatimpact would this have on my or the company’s reputation?

·                              Isthis taking revenue or customers away from TELUS?

 

***2.  Review Guidelines and Policies***

** **

Review the guidelines in this policy and the case studies.  If you need further assistance, consider thefollowing related policies as they may apply to your situation.

 

Signing Authority Policy

Corporate Security Policies and CorporateSecurity Manual

Respectful Workplace Policy

Alcohol and Drug Corporate Policy

TELUS Health and Safety Policy

Environmental Policy

TELUS Privacy Code

Corporate Credit Card Policy

Corporate Disclosure and Confidentiality of Information

Insider Trading Policy

Records Retention Policy

 

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***3.  Talk to Your Manager***

** **

Often your manager is in the best position to help youwork through the dilemma. Your manager is responsible for supporting opendiscussion, working through the ethical questions you have, and guiding youraccess to further assistance as required. In situations where you areuncomfortable talking with your manager, or your manager is unable to help, youshould refer to the next level of management or seek expert assistance asdetailed in the next section.

 

***4.  Expert Assistance***

** **

If you have tried the above sources but still havequestions, assistance is available through designated subject matter experts inHuman Resources, Legal, Privacy, Corporate Security, Regulatory Affairs andAccounting Policies. Names and contact telephone numbers are listed on thecompany’s internal website, under Ethics. TELUS Québec team members should seekadvice from the TELUS Québec Director-Labour Relations and Ambergris Solutionsteam members should contact their Vice President for Human Resources.

*** ***

***5. TELUS EthicsLine***

 

You may also contact the TELUS EthicsLine to request guidance or make agood-faith report about misconduct or a perceived violation of this Policy,another company policy or procedure or a government law or regulation,questionable business practices, potential fraud or accounting or auditingmatters that may not be in compliance with this Policy.  Reports may be made anonymously.

 

EthicsLine is staffed by a live operator from an independent company whoreports the call or web contact to TELUS to enable it to respond to yourconcerns.  It operates 24 hours a day and7 days a week in many languages.

 

Phone toll free: 1-888-265-4112 in North America. See website for otherinternational dialing instructions

Web:link from www.telus.com or company intranet

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****Handling ofthe Report****

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**ForInquiries****:**

 

The Ethics Office will assistteam members in ethical decision-making by providing guidance concerning thisPolicy.  The Ethics Office may also referteam members to or involve subject matter experts within TELUS for assistance.  Inquiries regarding labour relations andemployment matters or customer service complaints will be re-directed asindicated in the section below.

 

**ForComplaints****:**

** **

**a)****             ****Assessment ofcomplaint**

TheEthics Office will assess the nature of the complaint under the direction ofLegal Services where appropriate.  Thefollowing matters for which other remedies exist will not beinvestigated by the Ethics Office and will be redirected as follows:

·                  **Labour relationsissues** – Immediatemanager or other members of management

·                  **Employment matters** such as promotions, reprimands,suspensions, dismissals, harassment, discrimination  — Human Resources

 

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·                  **Customer servicecomplaints** –Customer Care or Client Care

 

Withthe exception of issues relating to union collective agreements, the EthicsOffice will track all complaints, including those that are redirected to otherareas of expert assistance, until they are resolved.

 

**b)****             ****Investigation**

 

All reports are takenseriously. Each allegation will be promptly investigated by the Ethics Officein conjunction with subject matter experts within TELUS if necessary. TheEthics Office may request the assistance of TELUS Corporate Security or otherdepartments for investigation of the allegation or other related issues.  If substantiated, the allegation will beresolved through appropriate corrective action and/or discipline. If you chooseto identify yourself, you will be provided with feedback when the Ethics Officehas completed its review. Every effort will be made to maintain confidentialityfor those who contact the Ethics Office or who are accused of a breach of thisPolicy (although disclosure may be necessary in some cases to effectivelyconduct an investigation or support legal proceedings). It is expected that allreports to the Ethics Office will be made in good faith. Deliberately makingfalse claims will result in disciplinary action.

 

**c)****             ****Protectionfor Reporting**

 

Retaliation or retributionagainst a team member for contacting the Ethics Office or for assisting orparticipating in an investigation of a complaint violates our ethicalprinciples****and will not betolerated. If you feel you have been retaliated against, you should contactHuman Resources or the Director-Ethics & Controls Complianceimmediately. 

 

**d)****             ****Opportunity toRespond**

 

If it has been found that a team member has breached ormay likely have breached the Policy, this team member will be informed of theallegations in due course and be provided the opportunity 1) to respond tothem, and 2) where appropriate, to contribute to the correction of the breach.

 

**e)****             ****Reporting ofBreaches**

 

Anybreach of the Policy will be reported to senior management with recommendationsfor action.  Ethical issues reported tothe Ethics Office will be summarized quarterly and reported to the AuditCommittee of the Board of Directors, together with results of investigations,recommendations and management action.

 

****f)********               ******File Documentation**

 

Recordsof the report and investigation, including contents of meetings, interviews,results of investigations and other relevant material, will be maintained bythe Ethics Office in a separate file, and managed in accordance with the TELUSPrivacy Code and Record Retention Policy. Disclosure of information will bestrictly limited on a need-to-know basis only.

 

***6.  Last ResortResolution***

** **

If an ethical issue remainsunresolved, the Ethics Work Group is available as the body of last resort todiscuss the issue and guide the resolution of any conflict of interest or otherethical situation brought forward. Members of the Ethics Work Group are drawn from

 

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Risk Management, Corporate Affairs,Corporate Security, Chief Financial Officer and Human Resources.  Their names and contact telephone numbers arelisted on the company’s internal website, under Ethics.

 

The Ethics Work Group has areporting relationship with the Audit Committee of the Board of Directors toensure compliance with this Policy, and a process for reporting potentialbreaches of the Policy through the Director – Ethics & ControlsCompliance without fear of retribution.

 

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***Ethical Guidelines***

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**Customerand Team TELUS Information**

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***Privacy of Communications***

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As atelecommunications service provider we may have access to content ofcommunications transmitted on our facilities. We protect the privacy of customer communications, ensuring notampering, intrusion or disclosure except as authorized by law. This includesensuring the content, nature and existence of telephone calls and datatransmissions are not released to third parties.

 

A team member may intercept a private communication only when suchinterception is necessary for the purpose of providing the service, for thepurpose of quality control checks, to protect the company’s facilities fromfraudulent abuse, or when authorized by law.

*** ***

***Confidentiality of Information***

 

We respectcustomer and team member related information and protect its security,confidentiality and integrity. The definition of ‘customer’ includes our directcustomers, customers who are our competitors, third party customers (customersof our clients), and team members. All customer and team member personalinformation is confidential and may not be disclosed except as outlined in the TELUSPrivacy Code and permitted by law or by applicable regulations.

 

Access tocustomer and team member personal information is strictly controlled on a “needto know” basis and is used for legitimate business purposes only.

 

The TELUS Privacy Code and related practices set out guidelines formanaging customer and team member personal information. Various areas of thecompany may have additional supporting management practices in place. Refer toyour manager for more information.

 

***Case Studies***

 

Problem

 

I sell TELUSBusiness Solutions products and services and, in meeting with a customer in aspecific industry, I learn that this customer has plans to aggressively expandtheir business to another city; however this information is not publicly known.The next day, I meet with a competitor to this previous day’s customer. Thecompetitor indirectly asks several questions about the first customer’sbusiness strategy. I know if I subtly mention the first customer’s businessplans, I can sell more TELUS products and services.

 

Action

 

My job is to sell TELUS products andservices; however, I must not disclose this confidential information to mysecond customer.

 

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Problem

 

We recently hired someone who held an executive position with one ofour competitors. This person was deeply involved in planning the competitor’sexpansion strategy, and has information that would be very valuable to us. Canwe ask him to disclose this information?

 

Action

 

Absolutely not. The new team member has anobligation to protect his former company’s confidential or proprietaryinformation, just as you would be obliged to protect the confidential orproprietary information of TELUS if you were to leave the company. You mustrespect the team member’s personal integrity as well as his obligation to hisformer employer.

 

Problem

 

I am a customer service representative for the residential market. Acompetitor informed me that a customer authorized him to obtain informationabout the customer’s service record from TELUS. Should I provide theinformation?

 

Action

 

As a general rule, TELUS does not disclose anycustomer information other than what is listed in published directories: name,address and telephone number. Since only the customer can authorize the releaseof further information, you should check that the customer did indeed authorizethe competitor’s representative to obtain the information. If you do not findwritten authorization, ask the competitor’s representative to obtain thecustomer’s consent in writing and send it to TELUS.

 

Problem

 

My friend calls me at work in the Call Centre to talk about the TVpersonality who has just moved to the city. She asks me to look up his address and phone number since thisinformation is not listed in the public directory.  Should I look this up and provide theinformation?

 

Action

 

Absolutely not.  Unless you have a business reason to look upthe information, you should not even access this customer’s account and shouldcertainly not provide the requested information to your friend.

 

Problem

 

Mynext-door neighbour is a good friend of the family of one of my former teammembers who now works for a different manager. My neighbour and I are having a casual conversation one day in my backyard, and my neighbour asks me how my team member is doing.  I explain that he no longer works on my teamand is away from the office on stress leave. Should I have discussed my former team member’s status with a closefamily friend?

 

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Action

 

No.  It is not appropriate for you to discussthe status of your former team member even though you know your neighbour is aclose family friend.  Team members arereminded that, as a general rule, it is inappropriate to disclose personalinformation of our employees for non-work related purposes.  Of particular concern is sensitive personalinformation such as health or financial information and information aboutdisciplinary action.  This is contrary toour Privacy Code.

 

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**Integrity**

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***Personal and CorporateIntegrity***

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Individually and collectively, ourpersonal integrity supports the honest use of time, funds and property inethical dealings with co-workers and others. Business needs must take priorityin the allocation of our time at work. Use of company time and property is forbusiness purposes only unless otherwise authorized by management.

 

We consciouslyapply high standards of courtesy, professionalism, and honesty in ourinteractions with customers, shareholders, suppliers, co-workers and thecommunity. We do not support any form of corruption, including extortion andbribery. We are fair in representing others’ products and services and do not improperlyseek corporate trade secrets or confidential information belonging to others.  This does not preclude gathering information withthe owner’s consent or from the public domain.

 

We arecommitted to free competition based upon the merits of our products andservices and do not support any agreements, actions or concerted actions thatrestrict or impede fair competition in contravention of applicable law.  Under certain circumstances, we may, forstrategic marketing reasons, develop and contract services exclusively with agiven partner.  Legal Services must beconsulted before all such arrangements are established.

*** ***

***Human Rights***

 

We establish and maintain anethical work place. We treat people fairly and respect human rights. Werecognize that there are differences among individuals that go beyond race andgender, and value the contribution our differences bring to the business. Weprovide team members with the training, tools, and coaching necessary for thejob, including the Respectful Workplace Policy to which team members arereferred for further information.

*** ***

***Proprietary Rights of Others***

 

We honour theproprietary rights of others as expressed in patents, copyrights, trademarksand industrial designs. Examples of intellectual and real property that may beprotected include, but are not limited to, written materials, logos, creativesuggestions, pictures, audio and video products and computer software.  We respect conditions of use. Copyrightmaterials are not copied in whole or in part, or used in violation of any lawor agreement with vendors, licensors or other similar parties. Software licenseconditions may be included in instruction manuals, in separate documents, or onthe disk itself, and breaking the seal on a disk package may constituteacceptance of the stated agreement.

*** ***

***Compliance with Laws***

 

We comply withall applicable laws and regulations wherever we conduct business.  Team members should be familiar with the lawsand regulations that relate to their work and to comply with them. It is theresponsibility of managers to ensure that members of their team are aware oftheir responsibilities in this regard and to seek advice from Legal Services orRegulatory Affairs if they are unsure.

 

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***International Operations***

** **

Many countries have laws that regulate the import and export of goods,services, software and technology for a variety of reasons, including nationalsecurity and foreign policy. We will comply with all the laws of Canada andthose of other countries that may apply, concerning the import and export ofgoods, services, software and technology.

 

In countries outside of Canada, customs vary regarding exchangingbusiness courtesies.  We will ensure thatany exchange of business courtesies when conducting business conforms toCanadian and local laws and TELUS standards. Particular care should be taken when dealing with government employeesin this regard.

 

***Public Safety***

** **

When working on customer premises and public thoroughfares, wesafeguard the rights and safety of the customer, the public and ourselves asoutlined in the Health and Safety Policy.  We are expected to report fit for work; suchthat our ability to work safely is not impaired by alcohol, drugs, medicationsor any other substance. Our actions in these instances not only reflect on usas individuals, but on TELUS as a whole. Team members are referred to the Alcohol and Drug Corporate Policyfor further details.

 

***Environment***

** **

TELUS is committed to being an environmental leader by meeting orsurpassing our regulatory requirements. We embrace this responsibility to all of our stakeholders by integratingenvironmental considerations into our business. We support sustainable development and offer innovative telecommunicationssolutions that include environmental benefits and we look to minimize wastegeneration and energy consumption in all of our activities.  Striving for continuous improvement guidesour approach.

 

Detailed information on our commitment to the environment can be foundin our on-line Environmental Policy .

 

***Political Activities***

** **

As private citizens, we are free to make contributions to causes,candidates or political parties of our choice. Unless expressly approved byTELUS, we will not associate TELUS with our personal political activities.TELUS will comply with all relevant laws regulating its participation inpolitical affairs, including political contributions.

 

***Case Studies***

 

Problem

 

As aninstaller, I am called to an out of town, visibly neglected acreage.  The customer, an elderly woman, tells meseveral times that she is never very comfortable when the phone does notwork.  It is important to her, being outin the country, to have reliable service. I discover her repair is very minor, consisting of a simple adjustment,and I am

 

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hesitant toinform her of the service charge.  I lookaround her modest home and feel she cannot afford the service charge.

 

Action

 

Your compassion is understandable. However, youshould inform your customer of the service charge. TELUS is legally required toapply tariff charges to every customer. Also, you are presuming the elderlywoman’s financial status. In fact, she may be very able to pay the servicecharge. If she says she has a problem paying, you can suggest some of TELUS’payment options or identify areas of the company where she can get moreinformation.

 

Problem

 

My managerfrequently makes racist comments about one of my co-workers. This personallyoffends me but, because my manager is involved, I don’t feel I can speak up.What should I do?

 

Action

 

Racist comments are unacceptable. You have a rightto express your disapproval of such comments – without fear of reprisal. If youare uncomfortable approaching your manager, you should speak to the HumanRights Coordinator or your manager’s manager.

 

Problem

 

I am feelingthe time crunch.  It is only 15 days untilChristmas and I have not started shopping for gifts.  With all my commitments – work, volunteeractivities, and family responsibilities – I am not sure when I can fit it allin. Then a co-worker mentions how easy it is to buy gifts on-line and that thegifts are delivered right to my door. Through the next two days, I complete myChristmas shopping at work by ordering on the Internet - and it only takes 4hours instead of 4 days! My Christmas crunch is solved, but was my solution agood one?

 

Action

 

As members of the TELUS team each of us has aresponsibility to do a fair day’s work. If your activities occurred on companytime, your work responsibilities would have been adversely affected. Youractions may have tied up office equipment like the printer or impacted networkresponse time affecting your colleagues’ ability to get the job done. Companytime and tools, such as the Internet and e-mail, are provided for businesspurposes only and should not be used for personal use unless authorized bymanagement.

 

Problem

 

TELUS, inpartnership with a supplier, is offering an on-line Team TELUS discount programon the purchase of books, CD’s, and magazines. We would like to place orders,but do not have a PC at home from which to access the web site. A co-workersuggests we use our work PC’s to place our personal orders. We are very busy atpresent dealing

 

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with a backlogof ADSL service requests. Is this an appropriate use of company equipment andtime?

 

Action

 

Being a member of the TELUS team has privileges.From time to time, TELUS offers programs and incentives specifically for teammembers. Personal use of company property such as PC’s is permitted, whenapproved by a team member’s manager or corporately authorized, to enable teammembers to take advantage of these opportunities. You may use company PC’s toplace your orders *since the discount programhas been authorized by management.* Team members are reminded that authorized personal use should not interferewith business priorities and should be conducted on personal time.

 

Problem

 

We use a contractor todispose of hazardous materials such as lead. I know the contractor’s crew chief and I get the feeling that they maynot be disposing of the materials correctly, at least not according to thelaw.  Should I care about this?  After all, it is not my company and they areprobably saving us money.

 

Action

 

Yes, you should care.  What the contractor is doing may expose thecompany to liability.  But even if therewould be no liability, we still care. Improper waste disposal is inconsistent with our commitment to reducethe environmental impact of our activities. Doing things the right way means not looking the other way if you haveany reason to think someone we work with is doing something wrong.  Not all substances are equally harmful, butall must be properly disposed of.  And weshould never “second guess” the law.  Dothe right thing.  Talk with yoursupervisor, environment department or call the EthicsLine.

 

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**CompanyAssets**

** **

Company assets are both physical (people, equipment, real estate,supplies, tools, non-public information, funds) and logical (communicationnetworks, information systems, intellectual property, brand, goodwill,reputation).  We take appropriate care toprotect team members and assets against undue risks, exposures and liabilities.

 

***Company Information***

** **

As members ofteam TELUS, we have access to information about our company that belongs toTELUS and is used by the company for its business. Unless specificallypublished for external use, and public dissemination has occurred, all companyrecords, information, reports, data, plans, processes and methods areconsidered company information and are prohibited from disclosure withoutproper authorization. Access should be limited to those team members with alegitimate business reason to seek the information.  Team members are referred to the CorporateSecurity Policies for further details on the classification andsafeguarding of TELUS’ information assets.

 

Team members,including past members, must not use or disclose corporate trade secrets,competitive information or other confidential, proprietary information tobenefit themselves or others. In situations where we would be willing to shareinformation, our Legal Services Department can draw up a confidentialityagreement or license agreement to protect TELUS.

 

No team membershould knowingly invoke a software program or code that could damage TELUS’information assets. All team members are responsible for taking reasonablemeasures to ensure that software and data is clear of malicious code and safefor use in TELUS’ electronic data processing environment. It is also importantthat you not share your computer access password.

 

***Public Disclosure***

 

TELUS issubject to strict securities rules regarding disclosure of financial andother material information to the public. Selective disclosure of confidentialinformation by any team member can create liabilities for TELUS. Alldiscussions about TELUS in a public environment should comply with the TELUSPolicy on Corporate Disclosure and Confidentiality of Information, towhich team members are referred for further details.

 

Examples of situationsthat may lead to inappropriate public disclosure include:

·                  Participating inan investment-related discussion forum, chat room, blog or bulletin board onthe Internet.  The team member must notdisclose any confidential or material information about TELUS.

·                  Contact with amember of the investment community or the media.  All inquiries from these groups must bereferred to those team members authorized to communicate on behalf of TELUS.  For further information, contact InvestorRelations or External Communications.

·                  Presentations tobusiness, educational and community groups using non-public TELUS information.  Team members invited to make suchpresentations should receive approval from the VP Investor Relations or ExternalCommunications prior to accepting the invitation.  In addition, all such public speeches and

 

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presentations must be provided in advance to InvestorRelations or Public and Community Affairs for review where requested by them.

 

***Business Records***

** **

Accurate,reliable records are essential for effective company management to enable us tomeet our business, legal and financial obligations. We strive to ensure allreports (whether for external or internal use), records, and other data are factual,fair, complete, timely and understandable. Information of significantconfidentiality should be properly identified, and respected as such. Toprotect the accuracy of our records, only legal and approved software is to beused on TELUS equipment.

 

Every businessneeds an orderly process for retaining and disposing of records and documentsin order to comply with legal and regulatory requirements.  Team members are referred to the RecordsRetention Policy for guidance on minimum and maximum retention periods,storage of records, suspension of disposal by reason of a potential or on-goinglitigation or investigation, and where to obtain further information.

 

***Financial Transactions***

** **

It is expectedall team members understand their role and responsibility for the company’sfinancial transactions and records and follow approved procedures to protect,report, control, and accurately reflect these transactions.  Team members are referred to the SigningAuthority Policy for further details.

 

It is a violation to falsify company records or documents (including,for example, contracts, orders, time sheets, adjustments and expense statements)and to misuse company-issued credit cards.

 

Team members whose duties involve authentication are responsible forthe close scrutiny and timely verification of all documents upon which moniesare paid out or received.

 

***Property***

** **

We displaypride of ownership on behalf of the TELUS team as we protect companyfacilities, equipment, tools, supplies, vehicles, property, communicationnetworks and information systems against loss, theft, damage, vandalism, grossneglect, unauthorized use and unauthorized disposal.

 

Team membersare expected to take reasonable measures to safeguard access controls such as passwords,identification cards, keys, cards and hand-held user authentication devices.Team members are the first line of defense in protecting TELUS assets.

 

The misuse ormisappropriation of TELUS network, property or funds is not permitted. Someexamples of actions that are not allowed include:

·                  Unauthorized useor possession of TELUS property.  Thisincludes any and all types of equipment and supplies and compromising accesssecurity to sites (e.g. leaving access doors open and unattended)

·                  Unauthorized useof the long distance network, fax machines, wireless devices, broadband, Internet,and email

 

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·                  Tampering withthe network to bypass billing

·                  Makingunauthorized charges or credits to customer accounts

 

Team membersmust not make adjustments to their own accounts or services, or to those offamily members, friends, co-workers or acquaintances.  Customer facing business units may exercisetheir discretion to establish procedures for the adjustment of team memberaccounts.  Team members in Network Operationsmay only do so if specifically authorized by trouble ticket or customer order.

 

Team membersare referred to the Corporate Security Policies for further details onthe acceptable use of company equipment (including email and internet use).

 

***Case Studies***

 

Problem

 

How do I tellif a document (paper or electronic) is proprietary if it is not marked as such?

 

Action

 

You should begin by asking the person who issued the document. If youcannot find the source of the information, consider the nature of theinformation itself. For example, does the information deal with highlysensitive company strategy, sales and marketing initiatives, or important humanresources issues? If you are still uncertain, speak to your manager.

 

Problem

 

I am attendingan important sales meeting next week and I have to prepare a presentation usingslides and fairly complicated charts. My co-worker has the software I need toput the presentation together, and he has offered to lend it to me so I caninstall the program on my computer. Can I go ahead?

 

Action

 

No. The use of software on unlicensed computers is strictlyprohibited by law. You must verify and respect the manufacturer’s conditions oflicense or the agreement under which the software was acquired. By copying yourcolleague’s software into your computer, you may be breaking the softwarecompany’s agreement as well as copyright laws and placing the company at riskof prosecution for copyright infringement. You should speak to your group’scomputer administrator to discuss your software needs.

 

Problem

 

I am part of ateam working on a piece of the quarterly financial results. In the course of mywork, I regularly see the draft package of all the results before they areapproved for release. One evening, my neighbor asks me, “How is TELUS doingthese days?” In this casual conversation, is it acceptable if I answer, “Well,I can tell you one thing; the results are really good this quarter.

 

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Action

 

No, it is not.  This informationis not yet public and therefore it should be regarded as confidentialproprietary company information. In addition, if this information is material(i.e. would reasonably be expected to have a significant effect on the value orprice of TELUS shares), you may also have engaged in “tipping” in violation ofsecurities law.

 

Problem

 

You and yourpartner are traveling to San Francisco where you are attending a two-dayconference on the convergence of data, IP, and broadcasting technologies.  You are both saving up to buy a new home andcarefully manage your personal expenses, so you are glad that the Companycalling card and credit card will be used to cover all business relatedexpenses.  Your partner has brought onlyenough cash to pay for his meals and incidental expenses.

 

While you areattending the conference, your partner goes browsing and spots the perfect giftfor his parents’ 40th wedding anniversary. It is a specialty item that cannot be purchased locally.  Not only is it perfect, but it is on sale ata 40% discount off the regular price. That evening he tells you about the gift and you talk about whether ornot to buy it.  You make several callshome to talk with his brother and sisters about the gift, using your callingcard. The next evening you both go to the store to purchase the gift, using thecompany credit card.  While you know thecard is for business use, you have left your personal credit cards at home andintend to repay the Company as soon as you get back home. You are both soexcited about finding the perfect gift that neither realizes that you may be inserious trouble when you return to the office.

 

Action

 

Company issued assets such as calling cardsand credit cards are for business use only. Even when assets such as calling cards have been authorized for personaluse, such use must be reasonable and appropriate. For instance, a brief callhome to talk with the family would be fine while several calls home to friendsand extended families should be at one’s personal expense.  Use of the corporate credit card is strictlyfor business use only, and should not be used for personal purchases of anykind.  Intent to repay does not negatethe fact that the credit card has been used inappropriately. Since you havemisused both the company calling card and credit card you may face disciplineas a result of your actions.

 

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**Conflictof Interest**

** **

As teammembers, our first business loyalty must be to TELUS. We must avoid situationsor relationships that may be harmful or detrimental to the best interests ofthe Company and result in a conflict of interest.  A conflict arises whenever we face a choicebetween what is in our personal interest (financial or otherwise) and theinterests of TELUS. We must not only avoid any actual or potential conflict ofinterest, but also situations where there is an appearance of conflict ofinterest.  In such circumstances, teammembers must take action to eliminate the conflict of interest or theperception of conflict of interest.

 

**We must disclose actual orpotential conflicts of interest to our manager.** Eachsituation must be considered individually and the potential for conflict ofinterest determined based on the parties involved, level of access to businessinformation, decision-making authority, job duties / responsibilities, positionwithin the organization, and potential impact on others.

 

This section is intended as a guide in those areas in whichconflicts of interest most often arise. It is not intended to be definitive orall-inclusive, as guidelines cannot cover every situation that could give riseto a conflict of interest.

 

This guidelinedoes not prohibit team members from holding publicly traded shares of an entitywith which TELUS has a business relationship or a competitor provided that theteam member does not have a significant investment in the entity and does notacquire the shares based on material undisclosed confidential informationobtained as a result of employment with TELUS or by being a member of the Boardof Directors of a TELUS company.

 

***Relationships***

** **

Conflict ofinterest may occur when a team or family member gains personal benefit from abusiness relationship with TELUS, or from an outside business with which TELUShas a relationship such as a customer, supplier, contractor, consultant, agent,vendor, channel partner or dealer. This personal benefit may take the form ofan ownership interest in or a role as a director, officer or employee of anentity that is engaged in a business relationship with TELUS.

 

Team membersmay not participate in a decision to hire, transfer or promote a family member,or be in a position of direct or indirect position of influence over a familymember.  Team members may not supervise afamily member nor have direct or indirect authority over employment-relateddecisions that impact a family member such as pay, performance ratings, workassignments, discipline, training or termination. Team members whohave authority over decisions that impact former team members should becognizant that real or perceived conflicts of interest may continue to arisewhen they make decisions that affect a family member who is also a former TELUSteam member.

 

Family memberis defined as a spouse (including common-law spouse and same sex partner),child, stepchild, parent, sibling, niece, nephew, aunt, uncle, cousin,grandparent, grandchild, in-law (including mother-in-law, father-in-law,son-in-law,

 

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daughter-in-law,sister-in-law, brother-in-law) or any person (other than domestic employees)residing in the same household as the TELUS team member.

 

TELUS Boardmembers must disclose any family or personal relationship with TELUS teammembers or with TELUS job applicants to the Chair of the Corporate GovernanceCommittee in order that the Committee may determine whether the relationshipimpacts the Director’s independent status.

 

Situations mayarise where broader familial relationships and other close personalassociations cause real or perceived conflicts of interest or the possibilityof real or perceived improper influence. Team members should be sensitive to these concerns and demonstrate goodbusiness judgment in the best interest of TELUS and in keeping with the spiritand intent of this policy.  Anyuncertainty should be discussed with the appropriate HR business partner.

 

Team membersmust not be involved in any negotiations or transactions with customers,suppliers, contractors, consultants, agents, vendors, or outside parties wherethe team member has a personal, commercial or financial interest in the outcomeof the negotiations.

 

Board Members,Executives and Senior Finance Managers have a duty to disclose whether theyhave a relationship with the Company’s External Auditor. 

 

***Competition***

** **

Conflict ofinterest may occur when a team member or family member gains personal benefitfrom an outside business in competition with TELUS.

 

***Future**Business***

** **

Over time,TELUS may expand into new businesses or change its product lines or services.Team members are responsible for re-examining their individual situations on aregular basis to avoid becoming involved in a conflict of interest situationwhere no such conflict previously existed.

 

***Outside Demands***

** **

It is aconflict of interest to have an outside interest that demands so much time andenergy that it interferes with the team member’s ability to do TELUS work. Thiscould include any charitable activities that require time and effort duringnormal working hours, except for those activities previously approved by thePresident and Chief Executive Officer or the Human Resources and CompensationCommittee of the Board of Directors or situations where the individual isacting in a representative capacity at the request of TELUS with the explicitand written permission of his or her manager.

 

***Information***

** **

Team membersmay not disclose or use for any personal reason, including personal gain, anyconfidential information (including competitive intelligence) obtained through

 

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employmentwith TELUS or by being a member of the Board of Directors of a TELUS company.

 

***Insider Trading***

** **

As detailed inthe TELUS Insider Trading Policy and summarized here, team members maynot trade in shares or securities of TELUS or any other company while inpossession of undisclosed material information relative to the shares beingtraded.  Nor may team members inform ortip any other person, including their immediate family, of any undisclosedmaterial information, other than in the “necessary course of business”. The “necessarycourse of business” exception is a limited one and exists so as not to undulyinterfere with a company’s ordinary business activities.  Please see the TELUS Insider Trading Policyfor more information.

 

Materialinformation is information that could reasonably be expected to have asignificant effect on the market price or value of such securities.

 

***Gifts and Benefits***

** **

TELUS teammembers shall not offer or accept, directly or indirectly, gifts, gratuities,rewards, favours or benefits from any organization or person having businessdealings with TELUS other than as described below.  These guidelines apply at all times and do notchange during traditional gift-giving seasons.

 

It is not aconflict of interest to accept hospitality or entertainment, provided it isreasonable, and is within the limits of responsible and generally acceptedbusiness practices.  However, teammembers should not accept gifts or receive benefits that are intended toinfluence, or appear to influence, a particular business decision.  Acceptable benefits in the normal course ofbusiness for TELUS employees typically are less than $250 Canadian or the close equivalent in other currenciesand include

·                  Transportationto or from the customer’s or supplier’s place of business

·                  Hospitalitysuites

·                  Attendance atsporting or cultural events

·                  Business lunchesor dinners

·                  Small seasonalholiday gifts or prizes to be used in office draws and raffles

 

Third party-paidseminars or conferences may be appropriate if there is a clear benefit to TELUSfor attending and the attendance is approved in advance by the manager.  In order to avoid a real or perceivedconflict of interest, team members should consider TELUS funding incrementalexpenses (e.g. airfare and hotel).

 

Team memberswith supplier selection, negotiation, purchasing or contract management roleswithin TELUS are subject to more stringent professional purchasing requirementsregarding gifts and benefits and maintaining appropriate relationships withsuppliers**and should therefore not accept anygifts or benefits from suppliers or potential suppliers without the explicitand written permission of his or her manager.**

 

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***Case Studies***

 

Problem

 

My wife and Ihave been looking for a way to make some extra money. Our neighbor introduces usto a multi-level marketing firm that distributes hundreds of products atwholesale prices to individuals. The individuals, in turn, sell the items toothers at higher-than-wholesale prices. My wife wife is confident she can sellthe products and we would benefit from the extra income. However, as I flipthrough the company catalogue, I see the company sells products from a TELUScompetitor. Our neighbor insists my wife can and should sell everything in thecatalogue. When I point out the products in competition with products offeredby TELUS, our neighbor tells me that since my wife is not a team TELUS memberit is okay for her to give her customers what they want.

 

Action

 

Although your wife is selling a competitor’s product, this does notautomatically create a conflict of interest position. A conflict of interestwill exist if your ability to act in the best interests of TELUS iscompromised. You and your wife need to carefully consider whether one or bothof you have access to confidential or proprietary information such as, but notlimited to, product specifications, marketing plans, or confidential teammember, supplier, contractor, or customer information. Obtaining from, ordisclosing to, one another such information will create a conflict of interest.Assuming no such situation exists, it is possible that you would not be in aconflict of interest position. If you are in any doubt, you should disclose anddiscuss the situation with your manager.

 

Problem

 

I work in asenior marketing position at TELUS and operate my own business after hours.Though I use my marketing skills, the business in no way competes with TELUSbusiness. I started small - out of my basement. But my business is graduallygenerating more and more revenue. I am considering hiring a part-time manager,as I am not ready to leave my full time employment. Once my own business canpay me as much as my salary does, I will devote my full attention to it. I havethe best of both worlds - a salary and a blossoming business for futuresecurity.  Is this a conflict ofinterest?

 

Action

 

No. If, however, TELUS decides in the future to enter the same lineof business that your company is in, you will be in a conflict of interestposition, even though you were in that business first.  You must then decide which of your twointerests, your own company or your employer’s, will receive your fullattention. Since TELUS is not currently in the same line of business as yourcompany, you are operating ethically, as long as it remains an after-hourspursuit.

 

Problem

 

I recentlymarried someone who runs their own business: they own a local franchise sellinga competitor’s cellular phone service. We have agreed not to talk about ourbusiness days. Instead our private conversations are filled with hopes anddreams for our future, discussion of hobbies and mutual family events. One day,my manager advises me that I could be in a conflict of interest position.  What should I do?

 

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Action

 

You are in a situation that may leave the impression of a conflict ofinterest. Even though you and your new spouse have decided not to talk about yourbusiness lives, people outside the marriage—including your employer—mayperceive you are in a conflict of interest position. You should discuss yoursituation with your manager and identify the extent to which your access toTELUS’ information could benefit your spouse’s company and develop alternativesto avoid any appearance of a conflict of interest.

 

Problem

 

I installtelecommunications inside wiring for small-and medium-sized business customers.With the growth of the Internet and other communications services, demand formy expertise is booming. Can I take advantage of this opportunity and start upan installation business on my own time?

 

Action

 

No. You cannot engage in any outside activity that might takebusiness away from TELUS or any of its subsidiaries. Furthermore, as a teammember, you are expected to contribute your energy and ideas to your job atTELUS. To avoid a conflict of interest, or even the appearance of such aconflict, you should discuss your planned outside business activities with yourmanager.

 

Problem

 

My spouse hasjust become an executive sales manager for a company that services thecomputers in my department. Do I need to tell anyone about this?

 

Action

 

Yes. One of your spouse’s competitors or a fellow TELUS team membercould claim that your spouse gets TELUS’ business because you are a TELUS teammember. You should notify your manager and make sure you are not involved inany decisions regarding your spouse’s company.

 

Problem

 

I am acontract administrator with TELUS and love the mountains. I have mentioned myfondness for mountain parks a few times in general conversations with aparticular company supplier.  Whileseeking bids for a major order, I receive a phone call from that supplier. Heoffers me and my family free use of his luxury vacation condominium. He says heis not using it and says it would be a shame to have it sit empty when he knowshow much I enjoy the mountains.

 

Action

 

The supplier has made a generous offer. Too generous. Your use of the condominium appears offered in exchangefor future special treatment from you in your position with TELUS. You shoulddecline the offer.

 

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Problem

 

While atlunch, I overheard a conversation between two other TELUS team membersregarding company plans to make a minority investment in a business thatdevelops communications software. Can I buy shares in the software company orsuggest to my spouse that she do so?

 

Action

 

No. Although you found out about TELUS’ planned investment byaccident, you are prohibited from buying shares by virtue of the fact that youare a member of the TELUS team. Your spouse is also prohibited, because sheobtained information about the proposed investment from you, a TELUS teammember. However, you and your spouse will be able to buy shares when TELUS’ investmentin the software company becomes publicly disclosed.

 

Problem

 

As a networkengineer with TELUS, I have significant influence over the selection of thecompany’s suppliers.  I have known theowner of one of TELUS’ suppliers since we were kids and have always maintaineda close personal relationship.  I have nopersonal, commercial or financial interest in the supplier.  Is there still an appearance of conflict?

 

Action

 

Yes.  Although you may not have apersonal, commercial or financial interest in the outcome of the businessrelationship with this person, there may still be an appearance of bias orpreferential treatment towards their company. You must take action to eliminate the perception of conflict ofinterest.  Examples of such actionsinclude removing your involvement from the selection of the company’s preferredsuppliers or having a second person (a superior or a peer) co-approve thesupplier selection decision.

 

Problem

 

I am acustomer service manager with TELUS and my nephew is seeking employment as anengineer with TELUS. Am I able to recommend him for employment?

 

Action

 

To avoid a conflict of interest, you should have no involvement in theselection decision.  However, you mayprovide a written personal reference to the appropriate HR recruitment manager.

 

Problem

 

One of myvendors offered to send me to a conference at no cost to TELUS.  Can I accept the invitation?

 

Action

 

Not without considering if there is a real or perceived conflict ofinterest and obtaining the approval of your manager.   Oneway to avoid this conflict is for

 

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TELUS to fund the incremental costs associated with your attendance atthe conference (e.g. travel and hotel).

 

Problem

 

As a senior memberof team TELUS, I have been asked to approve the expansion of high speed serviceto a rural area where my family has recreation property. Should I be concernedabout a possible conflict of interest?

 

Action

 

Yes. Although youare approving the expansion of service in the interests of TELUS and its ruralcustomers, the fact that your family will also benefit could lead toperceptions of a conflict of interest. In order to eliminate this perception, youshould inform your manager of the relationship.  Actions that could be taken to eliminate thisperception include removing your involvement from the approval process or havea second person (a superior or peer) co-approve the expansion decision.

 

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**Dealingwith Suppliers, Contractors, Consultants and Agents**

** **

Wevalue our relationship with suppliers, contractors, consultants and agents andthose acting on behalf of TELUS because they contribute to our overallsuccess.  We strive to ensure ourbusiness dealings with them are ethical and that they understand ourexpectations of them for compliance with applicable TELUS policies.

*** ***

***Selecting Suppliers,Contractors, Consultants and Agents***

 

·                  We strive to award business to suppliers,contractors, consultants and agents who are in compliance with applicable lawsand regulations in their business relationships, including those with theiremployees, their communities and TELUS.

·                  We strive to select our suppliers,contractors, consultants and agents based upon objective and fair criteriaincluding but not necessarily limited to business need, price, service,quality, reputation for ethical conduct and health, safety and environmentalbusiness considerations.

 

***Adherence to applicable TELUSpolicies***

** **

·                  We expect the suppliers, contractors,consultants and agents with whom we do business to demonstrate similar valuesand standards as the applicable TELUS policies.

·                  We strive to ensure that our suppliers,contractors, consultants and agents are made aware of applicable TELUS policiesspecific to the work for which they are being engaged.

 

***Case Study***

 

Problem

 

Ourteam was tasked to construct a specialized telephone network for a customer ina very restricted timeline. We chose a locally reputable contractor that wasnot on TELUS’ preferred list of contractors because none of these contractorshad the resources or skills to complete this project by the deadline. In ourcontractor selection we ensured it was not done at the expense of objectivefair criteria such as quality service and price. What else should we do?

 

Action

 

We should also ensure our contractor is made awareof applicable TELUS policies specific to the work for which they are beingengaged.

 

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